The Advantages of Working with a Recruiter on a Retained Basis

In today’s competitive job market, finding the right talent is more critical than ever, especially for specialised sectors like the Non-Profit and Charity sector. Organisations often face a decision: Should they engage a recruiter on a retained or contingent basis?

While both models offer their own advantages, working with a recruiter on a retained basis provides several distinct benefits that lead to better outcomes for both the employer and the candidate.

1. Dedicated Focus and Commitment

When you engage a recruiter on a retained basis, you are essentially entering into a partnership. This model guarantees that the recruiter dedicates the time, resources, and energy necessary to fully understand your organisation's culture, needs, and the nuances of the role. Since they are not working on multiple projects at once, they can focus solely on your search, giving you higher-quality candidates and faster results.

In contrast, contingent recruiters typically work on a ‘first come, first served’ basis, where they may prioritise the easiest roles to fill or those with a higher probability of success. With a retained recruiter, you’re their priority

2. Higher Quality Candidates

Retained recruiters are not racing against the clock to present candidates first. Instead, they take the time to thoroughly vet, interview, and assess each candidate’s qualifications, experience, and cultural fit. This leads to the presentation of better-suited candidates who are more aligned with your organisation’s long-term needs.

This process also allows the recruiter to approach passive candidates — those not actively seeking a new role but who might be perfect for your organisation. These candidates are often the hidden gems that aren’t available in a contingent search.

3. Long-Term Strategic Partnership

A retained search fosters a long-term relationship between the recruiter and the client. This allows the recruiter to become an extension of your team, deeply understanding your organisation’s goals, mission, and values. This deep level of insight is invaluable, especially in sectors like Non-Profits, where mission alignment is critical. Over time, this partnership results in more strategic hires and better retention rates, as the recruiter can anticipate your needs and challenges before they even arise.

4. Confidentiality and Discretion

When conducting high-level or sensitive searches, confidentiality is key. A retained recruiter offers a discreet process that keeps the details of your search private, especially when dealing with leadership positions or sensitive organisational changes. This reduces the risk of information leaks and maintains the integrity of the hiring process.

5. Structured and Transparent Process

Retained recruitment comes with a clearly defined process and timeline. From the initial briefing to candidate selection, the entire process is mapped out, ensuring that all parties are aligned. The recruiter provides regular updates, detailed candidate reports, and conducts deep assessments. This transparency allows for better decision-making and smoother communication.

In contrast, contingent recruitment can often lack structure, as the focus is on speed over quality, leading to potential misalignment between the recruiter and the client.

6. Cost-Effectiveness in the Long Run

While retained recruitment might seem more expensive upfront, it often proves to be more cost-effective in the long run. With a retained recruiter, you’re paying for a premium service that leads to better hires, reduced turnover, and long-term organisational growth. Hiring the wrong person can be a costly mistake in terms of both time and resources — something that a retained search helps mitigate.

7. Exclusive Access to Recruiter’s Network

Retained recruiters leverage their vast networks to identify candidates who might not be actively looking for a job but would be a perfect fit for your role. With their deep relationships within the industry, they can access top-tier talent that would otherwise be unavailable to a client conducting a search independently.

8. Mitigated Hiring Risk

The retained model includes ongoing support from the recruiter, even after the placement is made. They often provide post-placement follow-ups to ensure the new hire is thriving in their role and offer additional insights or adjustments if needed. This ongoing commitment reduces the risk of a bad hire and fosters a more successful transition for the new employee.

In conclusion, working with a recruiter on a retained basis offers unparalleled benefits for organisations looking to make strategic, high-quality hires. This model provides a personalised, dedicated, and discreet approach to recruitment that ensures your organisation finds the best possible talent. For mission-driven sectors like Non-Profits and Charities, where every hire is crucial to the organisation's impact, a retained search can be the difference between success and missed opportunities.

Need support with your next hire? Contact Helen Taylor (FREC) for a confidential, open and honest chat.